Over the next decade, 28.6 million US workers will leave the labor force as 10,000 workers retire every day and 4 million retire every year. However, only 39% of companies offer leadership development programs and only 15% of employees feel such programs prepare them for their next role. As a result, 85% of HR executives are not confident in their leadership pipelines and 30% struggle to fill senior roles. Companies with strong leadership development programs are much more likely to have high-quality leaders, engaged employees, and strong financial performance. To address the looming leadership shortage, companies must invest in growing future leaders from their current workforce.
The document discusses trends in various areas of human resources for 2017. It notes that recruitment will become more data-driven and leverage social media more. It also suggests that performance reviews will shift from annual to more continuous periodic reviews and that companies will use software tools to streamline training and eliminate human errors from reviews. Relationship management is highlighted as important for talent retention, with mentoring and developing high-potential employees. Gamification, mobile learning, and virtual reality are emerging training trends.
In this 30-minute webinar, you'll learn both the science and habits behind inclusion and valuable tools you can use to inspire and promote inclusive behaviors at your organization.
Diversity Strategies That Actually Work -- Breakout Session at Talent Connect...LinkedIn Talent Solutions
Panel session: Diversity strategies that actually work. Alex Coward, General Manager, Organisational Development,
TAL Life. Heila Brits, Manager, Workforce Strategy, Department for Child Protection and Family Support. Erica Fitch, Customer Success Consultant, LinkedIn
Diversity recruiting continues to be a hot topic and a core piece of a company’s overall talent acquisition and talent management plan. Are you staying in front of current trends and strategies in the ANZ market? Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? Learn how different organisations have found creative, effective ways to build diversity recruiting programs and initiatives.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
The survey of 75 learning and development professionals found that:
1) Only 44% of respondents agreed or strongly agreed that leaders in their organization successfully drive strategy and communicate their leadership vision.
2) Respondents indicated that leaders are often unwilling to listen to feedback (41%) or be coached (48%).
3) Just over half (52%) of respondents agreed or strongly agreed that they can work successfully with the leaders in their organization.
This document discusses the importance of social media and having a strong social presence for businesses. It notes that 57% of purchase decisions are now made before any commercial contact with a business. The document also provides examples of how some companies have benefited financially from social media strategies, such as reducing recruitment costs. Finally, it introduces ReallyConnect as a company that provides social media training and consulting services to help organizations improve their social strategies and presence.
Over the next decade, 28.6 million US workers will leave the labor force as 10,000 workers retire every day and 4 million retire every year. However, only 39% of companies offer leadership development programs and only 15% of employees feel such programs prepare them for their next role. As a result, 85% of HR executives are not confident in their leadership pipelines and 30% struggle to fill senior roles. Companies with strong leadership development programs are much more likely to have high-quality leaders, engaged employees, and strong financial performance. To address the looming leadership shortage, companies must invest in growing future leaders from their current workforce.
The document discusses trends in various areas of human resources for 2017. It notes that recruitment will become more data-driven and leverage social media more. It also suggests that performance reviews will shift from annual to more continuous periodic reviews and that companies will use software tools to streamline training and eliminate human errors from reviews. Relationship management is highlighted as important for talent retention, with mentoring and developing high-potential employees. Gamification, mobile learning, and virtual reality are emerging training trends.
In this 30-minute webinar, you'll learn both the science and habits behind inclusion and valuable tools you can use to inspire and promote inclusive behaviors at your organization.
Diversity Strategies That Actually Work -- Breakout Session at Talent Connect...LinkedIn Talent Solutions
Panel session: Diversity strategies that actually work. Alex Coward, General Manager, Organisational Development,
TAL Life. Heila Brits, Manager, Workforce Strategy, Department for Child Protection and Family Support. Erica Fitch, Customer Success Consultant, LinkedIn
Diversity recruiting continues to be a hot topic and a core piece of a company’s overall talent acquisition and talent management plan. Are you staying in front of current trends and strategies in the ANZ market? Ever wonder how to effectively build critical talent pipelines and augment your diversity strategies? Learn how different organisations have found creative, effective ways to build diversity recruiting programs and initiatives.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
The survey of 75 learning and development professionals found that:
1) Only 44% of respondents agreed or strongly agreed that leaders in their organization successfully drive strategy and communicate their leadership vision.
2) Respondents indicated that leaders are often unwilling to listen to feedback (41%) or be coached (48%).
3) Just over half (52%) of respondents agreed or strongly agreed that they can work successfully with the leaders in their organization.
This document discusses the importance of social media and having a strong social presence for businesses. It notes that 57% of purchase decisions are now made before any commercial contact with a business. The document also provides examples of how some companies have benefited financially from social media strategies, such as reducing recruitment costs. Finally, it introduces ReallyConnect as a company that provides social media training and consulting services to help organizations improve their social strategies and presence.
Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
This document discusses organizational decision making and proposes that collaborative decision making using social business tools can help address common problems in organizational decision making. It notes that most organizations do not make rational, logical decisions and instead operate like "organized anarchies" or follow the "trashcan theory" of decision making. Information is often disconnected within organizations and critical information gets lost. The document advocates for using social networking tools, collaboration, communities, and user-generated content to create an "institutional memory" and improve decision making. Companies that successfully adopt collaborative approaches are more responsive, productive, and efficient.
Talent trends: What’s on the minds of the professional workforceLinkedIn Europe
The document summarizes the results of a survey of over 18,000 professionals across 26 countries on their job satisfaction, motivations for changing jobs, and career management activities. Some key findings include: 1) Most professionals in the UK are casually looking for jobs or open to opportunities rather than actively searching; 2) Passive candidates can be surprisingly approachable with the right outreach; 3) Better work-life balance and compensation are top motivators even for currently satisfied professionals; 4) Ongoing career management like networking and skills updates is now the norm. The document encourages recruiters to truly understand each candidate's individual goals and build long-term relationships.
3 key strategies to boost your lean transformation journey LEI summit 2014 Lo...Darrell Damron
In this session, Darrell Damron, enterprise lean consultant with the Results Washington team, shared effective strategies for:
Establishing a lean expert partnership program.
Creating a leadership development program.
Fostering communities of practice.
Involving employees in improving their work and processes by eliminating waste.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Get a first look at the functionality and benefits of LinkedIn's newest product: LinkedIn Referrals.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
Stephanie Bevegni, Content Marketing Manager, Talent Solutions, Linkedin
To truly influence business decisions, you need to know what’s top of mind among your peers. In this session, LinkedIn researchers reveal emerging recruiting trends, upcoming challenges and opportunities ahead worldwide. You'll also hear from talent acquisition leaders about these trends, and how they are using this data to become a true business partner in 2016 and beyond.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
87% disengaged employees are blocking your profit growth. SUPERCHAT the revolutionary connect communicate collaborate smart phone app can help improve your profits by as much as 3X. Download free from Appstore and Playstore now and see your profits start growing.
This document discusses how InsideOut Development helps organizations build competencies to improve performance. The top 4 competencies are effective communication, collaboration and team building, critical thinking and problem solving, and creativity and innovation. InsideOut Development focuses on developing these competencies at the individual, cultural, and business impact levels. Their methods have led to improved employee engagement and alignment with company goals according to client surveys and testimonials.
The "Social" Relationship between Marketing & Recruiting for TMA _ Celinda Ap...Celinda Appleby
Presentation delivered at the TMA Social Recruiting Summit, NYC July 23, 2015.
The "Social" Relationship between Marketing & Recruiting.
If you have questions, tweet me @CelindaAppleby
How to Attract and Engage Talent in the Midst of all the Noise (employer bran...Celinda Appleby
This document outlines Celinda Appleby's strategies for attracting and engaging talent through effective recruitment branding. It emphasizes building leadership buy-in, identifying social media strategies, creating engaging and purposeful content, collaborating with brand advocates, measuring success, and continually optimizing efforts. The key takeaways are to build a brand taskforce, turn marketing inward, measure and track success.
Opening Session presentation for CxO. CxO is a Performance Improvement Summit for not-for-profit executives with tips, trends, and case studies on how successful associations and not-for-profits are leveraging member/donor engagement measurement strategies to boost retention, revenue, and performance.
In this 30-minute webinar with Limeade Chief Science Officer Dr. Laura Hamill, you'll learn that being intentional about culture means you approach it from an architectural model.
She'll spend 15 minutes sharing the research behind culture and then discuss three scenarios with culture challenges.
Leadership development and digital transformation with AI and MS TeamsSam Franklin
How do you make leadership development relevant to managers already battling to get the most out of new workplace technology? Arcadis, which is adopting a design-thinking approach to provide its managers more efficient and effective personal development, worked with Filtered on an experimental project to try and do just that.
Arcadis took a multi-channel approach by embedding magpie's curated recommendations inside Microsoft Teams, email and online. In this seminar, join Filtered's Head of Customer Success, Rob MacAllister and Academy Content Manager at Arcadis, Ajay Jacob, to find out.
- How to combine important business change programmes with MS Teams adoption
- How you can curate from existing resources to kick-start a self-directed development community
The role of recommended articles, videos and PDFs alongside formal pathways
- Beyond ‘build it and they will come’: a multichannel approach to learning
Human Resources: Our Three Audiences - an introductionDavid Kovacovich
This document discusses three key audiences that an organization should focus on: today's executives, today's line managers, and tomorrow's top talent. It provides an overview of each audience's needs and priorities. For executives, the focus is on amplifying revenue, maximizing resources, and increasing shareholder value. Line managers need leadership training, modern tools, and the ability to drive performance. Tomorrow's top talent wants a thriving culture, flexible workplace, and evolving challenges. The document also cites a Gallup poll showing that only 13% of global employees are engaged at work.
Digital is a strategy, but how exactly? This presentation is explains what and why and how digital is a strategic enterprise. It explains digital maturity, why its so hard, and has a framework for digital maturity, so you can see where your org is and where you want to go. It reviews what does into a digital strategy, and dives deep into the organizational principles for building digital maturity within your org, namely leadership, culture and talent.
Candid Conversation for Inclusive Cultures with HCILimeade
Lauren Franklin, Sr. Brand Manager at Limeade and Lindsay Lagreid, Solution Architect at Limeade share funny and touching anecdotes about their experiences in the workplace and demonstrate how your organization can take action to become a more inclusive and diverse workforce.
The Center for Creative Leadership (CCL) provides organizational leadership development solutions through a 5-step process: 1) engaging senior executives to explore strategic challenges, 2) assessing leadership capabilities, 3) designing customized solutions combining leadership engagement and development, 4) implementing solutions through faculty working with leaders, and 5) creating a more effective organization through a strong leadership pipeline. CCL helps clients address leadership and change issues to improve business performance.
The document identifies the top 6 talent development trends in 2014:
1. Connecting development to business priorities like decision making and coaching.
2. Implementing coaching training programs to improve employee performance.
3. Addressing challenges with leadership succession planning as companies failed to select the right talent 82% of the time.
4. Focusing on engaging and developing millennial employees who will make up 46% of the workforce by 2020.
5. Running employee engagement programs which 78% of businesses were actively doing.
6. Improving retention efforts as 58% of employees planned to change jobs in the next year.
This document summarizes the key findings of the 4th Annual 2015 India Staffing Trends report.
The top 3 staffing trends in India are:
1) Social professional networks have become the top source of quality hires for Indian staffing firms.
2) Growing new clients and being a strategic partner to existing clients are the top organizational priorities.
3) Online professional networks have become the top channel for promoting a firm's brand, surpassing firm websites and job boards.
The report is based on a survey of 202 Indian staffing leaders and provides insights on topics like sourcing, branding, and the future of the staffing industry in India. It finds that social networks, passive recruiting
Training initiatives are not well aligned to critical organizational outcomes for many companies. A survey found that only 65% of respondents agreed or strongly agreed that their training was aligned to drive competency-based results, and only 40% agreed it was aligned to drive cultural or business impact results. Additionally, leadership does not fully understand or support the connection between training and driving business results for many organizations.
Uncovering the Powerful Connection Between Engagement and InclusionLimeade
This webinar with Dr. Laura Hamill, Chief People Office and Chief Science Officer and Dr. Julianne Tillmann, Director of Research, and Mari Hegyi, Direction, People Team at Limeade will dive into the latest research on the interplay between employee engagement and inclusion. We will cover how organizational leaders can support engagement and inclusion at a higher cultural level and share tactical approaches HR professionals can use on a day-to-day basis.
This document discusses organizational decision making and proposes that collaborative decision making using social business tools can help address common problems in organizational decision making. It notes that most organizations do not make rational, logical decisions and instead operate like "organized anarchies" or follow the "trashcan theory" of decision making. Information is often disconnected within organizations and critical information gets lost. The document advocates for using social networking tools, collaboration, communities, and user-generated content to create an "institutional memory" and improve decision making. Companies that successfully adopt collaborative approaches are more responsive, productive, and efficient.
Talent trends: What’s on the minds of the professional workforceLinkedIn Europe
The document summarizes the results of a survey of over 18,000 professionals across 26 countries on their job satisfaction, motivations for changing jobs, and career management activities. Some key findings include: 1) Most professionals in the UK are casually looking for jobs or open to opportunities rather than actively searching; 2) Passive candidates can be surprisingly approachable with the right outreach; 3) Better work-life balance and compensation are top motivators even for currently satisfied professionals; 4) Ongoing career management like networking and skills updates is now the norm. The document encourages recruiters to truly understand each candidate's individual goals and build long-term relationships.
3 key strategies to boost your lean transformation journey LEI summit 2014 Lo...Darrell Damron
In this session, Darrell Damron, enterprise lean consultant with the Results Washington team, shared effective strategies for:
Establishing a lean expert partnership program.
Creating a leadership development program.
Fostering communities of practice.
Involving employees in improving their work and processes by eliminating waste.
Employee experience is one of the biggest buzzwords in the HR industry today. But what exactly is the employee experience? How is it different from company culture or employee engagement? Is this just another fad in the industry -- or is it a must-know topic for the C-Suite?
Harvard Business Review found that organizations that invested in their employee experience had more than four times the average profit and more than two times the average revenue. Companies that invest in the employee experience have happier employees, larger talent pipelines, greater profitability and are outperforming their competitors.
In this presentation, Henry Albrecht, CEO at Limeade, and Jason Lauritsen, Speaker, Author and Consultant, will:
- Break down the employee experience and why it’s important
- Walk through the employee experience journey and the moments that shape how we feel about work
- Cover a step-by-step approach to build a highly intentional employee experience at your organization
Get a first look at the functionality and benefits of LinkedIn's newest product: LinkedIn Referrals.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Kate Hastings, Global Director, Insights, LinkedIn
Rajeev Mendiratta, VP, Head Workforce Management and Oversees Operations, Wipro
Melissa Thompson, Executive Director, Citrix
Hannah West, Global Resourcing and Employer Brand Manager, AXA
Stephanie Bevegni, Content Marketing Manager, Talent Solutions, Linkedin
To truly influence business decisions, you need to know what’s top of mind among your peers. In this session, LinkedIn researchers reveal emerging recruiting trends, upcoming challenges and opportunities ahead worldwide. You'll also hear from talent acquisition leaders about these trends, and how they are using this data to become a true business partner in 2016 and beyond.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
87% disengaged employees are blocking your profit growth. SUPERCHAT the revolutionary connect communicate collaborate smart phone app can help improve your profits by as much as 3X. Download free from Appstore and Playstore now and see your profits start growing.
This document discusses how InsideOut Development helps organizations build competencies to improve performance. The top 4 competencies are effective communication, collaboration and team building, critical thinking and problem solving, and creativity and innovation. InsideOut Development focuses on developing these competencies at the individual, cultural, and business impact levels. Their methods have led to improved employee engagement and alignment with company goals according to client surveys and testimonials.
The "Social" Relationship between Marketing & Recruiting for TMA _ Celinda Ap...Celinda Appleby
Presentation delivered at the TMA Social Recruiting Summit, NYC July 23, 2015.
The "Social" Relationship between Marketing & Recruiting.
If you have questions, tweet me @CelindaAppleby
How to Attract and Engage Talent in the Midst of all the Noise (employer bran...Celinda Appleby
This document outlines Celinda Appleby's strategies for attracting and engaging talent through effective recruitment branding. It emphasizes building leadership buy-in, identifying social media strategies, creating engaging and purposeful content, collaborating with brand advocates, measuring success, and continually optimizing efforts. The key takeaways are to build a brand taskforce, turn marketing inward, measure and track success.
Opening Session presentation for CxO. CxO is a Performance Improvement Summit for not-for-profit executives with tips, trends, and case studies on how successful associations and not-for-profits are leveraging member/donor engagement measurement strategies to boost retention, revenue, and performance.
In this 30-minute webinar with Limeade Chief Science Officer Dr. Laura Hamill, you'll learn that being intentional about culture means you approach it from an architectural model.
She'll spend 15 minutes sharing the research behind culture and then discuss three scenarios with culture challenges.
Leadership development and digital transformation with AI and MS TeamsSam Franklin
How do you make leadership development relevant to managers already battling to get the most out of new workplace technology? Arcadis, which is adopting a design-thinking approach to provide its managers more efficient and effective personal development, worked with Filtered on an experimental project to try and do just that.
Arcadis took a multi-channel approach by embedding magpie's curated recommendations inside Microsoft Teams, email and online. In this seminar, join Filtered's Head of Customer Success, Rob MacAllister and Academy Content Manager at Arcadis, Ajay Jacob, to find out.
- How to combine important business change programmes with MS Teams adoption
- How you can curate from existing resources to kick-start a self-directed development community
The role of recommended articles, videos and PDFs alongside formal pathways
- Beyond ‘build it and they will come’: a multichannel approach to learning
Human Resources: Our Three Audiences - an introductionDavid Kovacovich
This document discusses three key audiences that an organization should focus on: today's executives, today's line managers, and tomorrow's top talent. It provides an overview of each audience's needs and priorities. For executives, the focus is on amplifying revenue, maximizing resources, and increasing shareholder value. Line managers need leadership training, modern tools, and the ability to drive performance. Tomorrow's top talent wants a thriving culture, flexible workplace, and evolving challenges. The document also cites a Gallup poll showing that only 13% of global employees are engaged at work.
Digital is a strategy, but how exactly? This presentation is explains what and why and how digital is a strategic enterprise. It explains digital maturity, why its so hard, and has a framework for digital maturity, so you can see where your org is and where you want to go. It reviews what does into a digital strategy, and dives deep into the organizational principles for building digital maturity within your org, namely leadership, culture and talent.
Candid Conversation for Inclusive Cultures with HCILimeade
Lauren Franklin, Sr. Brand Manager at Limeade and Lindsay Lagreid, Solution Architect at Limeade share funny and touching anecdotes about their experiences in the workplace and demonstrate how your organization can take action to become a more inclusive and diverse workforce.
The Center for Creative Leadership (CCL) provides organizational leadership development solutions through a 5-step process: 1) engaging senior executives to explore strategic challenges, 2) assessing leadership capabilities, 3) designing customized solutions combining leadership engagement and development, 4) implementing solutions through faculty working with leaders, and 5) creating a more effective organization through a strong leadership pipeline. CCL helps clients address leadership and change issues to improve business performance.
The document identifies the top 6 talent development trends in 2014:
1. Connecting development to business priorities like decision making and coaching.
2. Implementing coaching training programs to improve employee performance.
3. Addressing challenges with leadership succession planning as companies failed to select the right talent 82% of the time.
4. Focusing on engaging and developing millennial employees who will make up 46% of the workforce by 2020.
5. Running employee engagement programs which 78% of businesses were actively doing.
6. Improving retention efforts as 58% of employees planned to change jobs in the next year.
This document summarizes the key findings of the 4th Annual 2015 India Staffing Trends report.
The top 3 staffing trends in India are:
1) Social professional networks have become the top source of quality hires for Indian staffing firms.
2) Growing new clients and being a strategic partner to existing clients are the top organizational priorities.
3) Online professional networks have become the top channel for promoting a firm's brand, surpassing firm websites and job boards.
The report is based on a survey of 202 Indian staffing leaders and provides insights on topics like sourcing, branding, and the future of the staffing industry in India. It finds that social networks, passive recruiting
Preparing New Leaders for Frontline ManagementCynthia Clay
This document discusses the importance of developing emerging leaders and frontline managers. It notes that frontline managers make up 50-80% of managers but often do not receive adequate training and development. This can negatively impact performance, employee engagement, and retention. As Millennials move into these roles, their preferences for learning, such as online and collaborative styles, must be taken into account. The document promotes NetSpeed Leadership 2® as a solution to develop skills in self-development, performance management, team performance, and organizational impact. It provides delivery options to train emerging leaders.
Recruitment firms face an increasingly competitive landscape as the US hiring market heats up. Social professional networks have become the top source of quality hires and are seen as an essential long-term trend. However, most firms have a "passive talent capabilities gap" and do not effectively source or engage passive candidates. As budgets remain flat, context and high-quality content are growing in importance for recruitment marketing.
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and this trend is expected to continue in 2015.
The document summarizes key findings from a survey of over 4,000 talent acquisition leaders in 31 countries regarding global recruiting trends for 2015. Some of the main findings include:
1) Social professional networks have risen significantly as a top source of quality hires over the past 4 years, increasing by 73%. Competition and compensation remain the biggest obstacles to attracting top talent.
2) While internet job boards remain the top source of quantity of hires, social networks are becoming increasingly important for sourcing in some countries like Canada, US, Brazil, Spain and Mexico.
3) Sourcing highly skilled talent and improving quality of hire are the top priorities for recruiting leaders globally but small companies place more importance on
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and mobile optimization will continue to be important.
The document summarizes key findings from a survey of over 4,000 talent acquisition leaders in 31 countries regarding global recruiting trends for 2015. Some of the main findings include:
1) Social professional networks have risen significantly as a top source of quality hires over the past 4 years, increasing by 73%. Internet job boards remain the top source for quantity of hires.
2) Competition and compensation are the biggest obstacles to attracting top talent. Employer brand and retention are the biggest competitive threats seen by leaders.
3) Sourcing highly skilled talent and improving quality of hire are the top priorities, though small and large companies differ slightly in their focus areas.
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and mobile optimization will continue to be important in 2015.
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and mobile optimization will continue to be important.
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and this trend is expected to continue in 2015.
Recruiting Trends Global Linkedin - 2015Ajumal Khan
The document provides a summary of the 4th Annual 2015 Global Recruiting Trends report. Some key findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is most commonly measured through new hire performance evaluation and retention.
4) Both candidates and companies are increasing their use of mobile for recruiting activities, and mobile optimization will continue to be important.
The document provides a summary of key findings from a 2015 global recruiting trends survey of over 4,000 talent acquisition leaders in 31 countries. Some of the main findings include:
1) Social professional networks have become one of the top sources of quality hires, increasing 73% over the past 4 years.
2) While 75% of professionals consider themselves "passive" candidates, only 61% of companies recruit passive candidates.
3) Quality of hire is considered the most valuable metric for measuring recruiting team performance globally. It is typically measured by new hire performance, retention, and hiring manager satisfaction.
4) Both candidates and companies are increasing their use of mobile for recruiting activities like job searching and optimizing career sites for
The document summarizes key findings from a survey of over 4,000 talent acquisition leaders in 31 countries regarding global recruiting trends for 2015. Some of the main findings include:
1) Social professional networks have risen significantly as a top source of quality hires over the past 4 years, increasing by 73%. Internet job boards remain the top source for quantity of hires.
2) Competition and compensation are the biggest obstacles to attracting top talent. Employer brand and retention are the biggest competitive threats seen by leaders.
3) Sourcing highly skilled talent and improving quality of hire are the top priorities for recruiting organizations, though small and large companies differ slightly in their focus areas.
Preparing New Leaders for Frontline ManagementCynthia Clay
60-minute webinar making the business case for training of emerging leaders inside organizations. Introduces NetSpeed Leadership for frontline management development.
Global Recruitment Trends - Presentation delivered by Speaker Fernando Magalhaes, Senior Manager LatAm, LinkedIn at the marcus evans Latin HR Summit May 28-29 at the Trump Ocean Club, Panama City.
This document discusses how content marketing is becoming increasingly important for business success. It notes that buyers are now more informed throughout the purchase process. Content marketing is growing significantly as a marketing approach. The document then outlines LinkedIn's evolution with content marketing, highlighting how their platform can be leveraged to distribute relevant content to targeted professional audiences. It provides examples of how content on LinkedIn can engage influencers, drive brand results, and be amplified across channels. Key advice includes focusing on creating useful content for customers and valuing who consumes the content.
Talent developers face competing demands in developing learning opportunities for a diverse, multi-generational workforce. They must balance training employees for today's skills while also preparing them for future skills needs in a changing work environment. A 2018 workplace learning report found that the top priority for talent development programs is training soft skills to help workers adapt to automation. While talent developers focus on current training needs, executives want them to do more to identify future skill gaps. The rise of online and digital learning solutions allows talent developers to better meet varied employee learning preferences. However, talent developers must still address challenges like getting employees to make time for learning and increasing manager involvement in learning programs.
The document discusses 4 key trends in the recruitment industry according to a LinkedIn survey:
1) The US recruitment market is heating up as hiring growth outpaces global growth.
2) Social professional networks like LinkedIn are increasingly driving quality hires and seen as the most important long-lasting trend.
3) Most firms focus on recruiting passive talent but over half report difficulties in doing so effectively due to a lack of tools and skills.
4) Context and quality content are becoming more important in recruitment marketing as firms invest more in online advertising.
1) Social professional networks are the top source for quality hires for staffing firms in Southeast Asia, as well as globally.
2) Brand is a high priority for staffing firms, and Southeast Asian firms prioritize building their brand more than global counterparts. However, more can still be done to measure brand health.
3) Passive candidate sourcing and social professional networks are expected to be long-lasting trends that will shape the future of staffing, according to Southeast Asian staffing leaders.
Similar to LinkedIn 5 things to know in 2016 Infographic (20)
LinkedIn Profile Guide for Government ProfessionalsBrett Mikoy
The document provides tips for creating an effective LinkedIn profile for government employees. It recommends including a professional photo, listing relevant experience with numbers and accomplishments, adding education and skills, and getting recommendations to gain credibility. Volunteer work and involvement in organizations and groups are also suggested to help viewers understand your interests and start conversations.
This document provides information to help companies recruit military veterans via LinkedIn. It discusses the growth of veterans on LinkedIn and increasing demand from companies for veteran talent. It reviews military terminology and skills veterans gain. Data shows veterans have experience in many roles and backgrounds. The document outlines how veterans currently engage with LinkedIn and provides tips for companies on using LinkedIn to reach, engage and hire veterans.
U.S. Nuclear Regulatory Commission Fall 2015 NewsletterBrett Mikoy
The document is an issue of the NRC e-newsletter covering various aspects of the NRC mission. It includes an article on NRC Health Physicists and their role in ensuring safety, focusing on a program at Fort Valley State University that provides a foundation for students pursuing degrees in Health Physics. It also previews upcoming stories on NRC office locations and workforce planning initiatives, and profiles NRC senior leader Greg Suber discussing his career and role at the agency.
Linked in 2015 - Healthcare Talent Trends ReportBrett Mikoy
This document provides insights into what healthcare candidates want at different stages of the job search process based on a survey of over 1,600 healthcare professionals in the United States and Canada. Some key findings include:
- 70% of healthcare professionals in the US and Canada are passive candidates, meaning they are open to new opportunities but not actively looking. The top channels they use to discover jobs are word of mouth, online job boards, and social professional networks.
- The most important factors that would entice candidates to accept a new job are better compensation, better work/life balance, and a better place to work in terms of company culture.
- Candidates want recruiters to include why they are a good fit
This document provides guidance on using LinkedIn publishing to build a company's professional brand and thought leadership. It recommends identifying subject matter experts within the company to publish original long-form content 1-3 times per month on LinkedIn. Case studies show how Symantec, Fisher & Phillips, Edelman Digital, and Applico successfully increased engagement and established themselves as thought leaders in their industries by leveraging LinkedIn publishing in this way. The document provides best practices for content creation, distribution, and measurement to help companies optimize their LinkedIn publishing strategy.
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also advises executives to demonstrate their leadership by having socially engaged leadership teams, offering a human perspective of their company, and acting as a voice in their industry to build thought leadership.
The document discusses best practices for using social media in federal agency recruiting. It provides guidance on using social media strategically to both promote an agency as an employer and directly recruit candidates. Specifically, it recommends agencies maintain a constant social media presence by sharing stories about employee work, target specialized audiences through groups, have staff bridge public relations and recruiting duties, and facilitate the transition from social media to formal job applications on USAJOBS. The document aims to help agencies leverage social media to attract top talent while following all applicable rules and guidelines.
The document provides a 5-step model for companies to engage followers on LinkedIn: 1) Establish your presence by designing your company page and optimizing for search. 2) Attract followers by engaging colleagues and customers. 3) Engage followers by posting helpful, non-promotional updates consistently and linking to great content. 4) Amplify through the network by targeting updates and engaging in groups. 5) Analyze and refine based on engagement metrics. Case studies show how companies increased followers and engagement by applying these steps.
This document provides a 5-step guide for boosting a company's talent brand through content marketing. Step 1 involves planning by defining the target audience and creating a content calendar. Step 2 is to develop content by curating existing materials, creating original content like blog posts and videos, and engaging the audience with various content types and topics. Step 3 is to share the content on social media platforms like LinkedIn, Twitter, and Facebook at peak activity times. Step 4 is to amplify the content by asking employees to share it and partnering with influencers. Step 5 is to measure the impact of the content and make adjustments based on analytics.
Discover essential SEO Google tools to boost your website's performance, from Google Analytics and Search Console to Keyword Planner and Page Speed Insights.
Learn more: https://elysiandigitalservices.com/seo-google-tools/
The Impact of Work Stress and Digital Literacy on Employee Performance at PT ...AJHSSR Journal
ABSTRACT :This research aims to analyze the correlation between employee work stress and digital literacy
with employee performance at PT Telkom Akses Area Cirebon, both concurrently and partially. Employing a
quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
KEYWORDS -digital literacy, employee performance,job stress, multiple regression analysis, workload
management
UR BHatti Academy dedicated to providing the finest IT courses training in the world. Under the guidance of experienced trainer Usman Rasheed Bhatti, we have established ourselves as a professional online training firm offering unparalleled courses in Pakistan. Our academy is a trailblazer in Dijkot, being the first institute to officially provide training to all students at their preferred schedules, led by real-world industry professionals and Google certified staff.
On Storytelling & Magic Realism in Rushdie’s Midnight’s Children, Shame, and ...AJHSSR Journal
ABSTRACT: Salman Rushdie’s novels are humorous books about serious times. His cosmopolitanism and
hybrid identity allowed him access to multiple cultures, religions, languages, dialects, and various modes of
writing. His style is often classified as magic realism, blending the imaginary with the real. He draws
inspiration from both English literature and Indian classical sources. Throughout his works, there is a lineage of
‘bastards of history’, a carnival of shameful characters scrolling all along his works. Rushdie intertwines fiction
with reality, incorporating intertextual references to Western literature in his texts, and frequently employing
mythology to explore history. This paper focuses on Rushdie’s three novels: Midnight’s Children, Shame, and
Haroun and the Sea of Stories, analyzing his postmodern storytelling techniques that aim to explore human
vices and follies while offering socio-political criticism.
KEYWORDS : Magic Realism, Rushdie, Satire, Storytelling, Transfictional Identities
Using Playlists to Increase YouTube Watch TimeSocioCosmos
Discover how to use playlists to keep viewers engaged and increase your watch time.
https://www.sociocosmos.com/product-category/youtube/youtube-comments/
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
CYBER SECURITY ENHANCEMENT IN NIGERIA. A CASE STUDY OF SIX STATES IN THE NORT...AJHSSR Journal
ABSTRACT: Security plays an important role in human life and endeavors. Securing information and
disseminating are critical challenges in the present day. This study aimed at identifying innovative technologies
that aid cybercrimes and can constitute threats to cybersecurity in North Central (Middle Belt) Nigeria covering
its six States and the FCT Abuja. A survey research design was adopted. The researchers employed the use of
Google form in administering the structured questionnaire. The instruments were faced validated by one expert
each from ICT and security. Cronbach Alpha reliability Coefficient was employed and achieved 0.83 level of
coefficient. The population of the study was 200, comprising 100 undergraduate students from computer science
and Computer/Robotics Education, 80 ICT instructors, technologists and lecturers in the University and
Technical Colleges in the Middle Belt Nigeria using innovative technologies for their daily jobs and 20 officers
of the crime agency such as: Independent Corrupt Practices Commission (ICPC) andEconomic and Financial
Crimes Commission (EFCC). Three research purposes and questions as well as the hypothesis guided the study
on Five (5) point Likert scale. Data collected were analyzed using mean and standard deviation for the three
research questions while three hypotheses were tested using t-test at 0.05 level of significance. Major findings
revealed that serious steps are needed to better secure the cybers against cybercrimes. Motivation, types, threats
and strategies for the prevention of cybercrimes were identified. The study recommends that government,
organizations and individuals should place emphasis on moral development, regular training of its employees,
regular update of software, use strong password, back up data and information, produce strong cybersecurity
policy, install antivirus soft and security surveillance (CCTV) in offices in order to safeguard its employees and
properties from being hacked and vandalized.
KEYWORDS: Cybersecurity, cybercrime, cyberattack, cybercriminal, computer virus, Virtual Private Networks
(VPN).
CYBER SECURITY ENHANCEMENT IN NIGERIA. A CASE STUDY OF SIX STATES IN THE NORT...
LinkedIn 5 things to know in 2016 Infographic
1. 5 Things to Know in 2016
59%
Of talent leaders are
investing more in
their employer
brand compared to
last year1
1. LinkedIn Talent Solutions Global Recruiting Trends 2016
2. “What We Can Learn From the Top 25 Most Socially Engaged Companies on LinkedIn” (LinkedIn and Altimeter Group Survey), 2014
LinkedIn Elevate…
• Helps companies empower their
employees to become social
professionals.
• Makes it easy for employees to share
content suggested by company
experts
58%
Companies with
socially engaged
employees are 58%
more likely
to attract top talent2
32%
Of talent leaders
say employee
retention is a top
priority over
thenext 12 months1
Lynda.com…
• Is a Global Leader in Online Skills
Instruction with 6000+ courses
• Leads to improved productivity,
improved job satisfaction, and
improved retention
12%
Only 12% consider
internal recruiting a
top priority, but
organizations
concerned about
retention should
make it a focus1
26%
Of talent leaders
consider employee
referral programs to
be a long-lasting
trend1
LinkedIn Referrals…
• Automatically uncovers quality hires
by engaging your employees,
unlocking their networks, and
inspiring everyone to recruit
• Engages employees with a single
platform and syncs with your
recruiting ecosystem
8%
Only 8% of talent
leaders truly feel
“best in class” in
utilizing employee
referrals1
46%
Of talent leaders consider finding
candidates in high demand talent pools
a biggest obstacle to
attracting the best talent1
Next Gen Recruiter…
• Helps you become even more
productive & successful at hiring
top talent
• Lets you search faster, gives smart
suggestions to help uncover hidden
talent, & prioritizes warm leads
5 Know More at Talent Connect 2016…
• Learn best practices from the most progressive leaders in Talent Acquisition
• Get an inside view of the latest product developments, direct from LinkedIn leadership
• Be inspired by the most progressive leaders in Talent Acquisition to transform your
organization and your career
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